North Reading

Show detailed information about district and contract

DistrictNorth Reading
Shared Contract District
Org Code2170000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2018
Expired StatusCurrent
Superintendency UnionNorth Reading
Regional HS MembersNorth Reading
Vocational HS MembersNORTHEAST METROPOLITAN
CountyMiddlesex
ESE RegionNortheast
Urban
Kind of Communityresidential suburbs
Number of Schools5
Enrollment2532
Percent Low Income Students7
Grade StartPK
Grade End12
download pdf version of this document view accessible version of this document North Reading

 

NORTH READING

SCHOOL COMMITTEE

 

 

 

NORTH READING

EDUCATION ASSOCIATION

 

 

 

 

 

 

CONTRACT

 

 

2015 – 2018


N O R T H R E A D I N G P U B L I C S C H O O L S

North Reading, Massachusetts

 

 

P R E A M B L E

 

The primary goal of all people connected with the North Reading school system is to improve the educational program and opportunities for the children of North Reading. The attempt to reach this goal is the chief motivating factor of the agreement and all its provisions.

 

The North Reading School Committee recognizes that in order to achieve this goal teachers must be compensated fairly. It is the determination of the School Committee that everything possible consistent with good educational practice and within the town's ability to pay will be done to advance the professional standing of teachers.

 

The North Reading School Committee will do everything possible to attract and retain dedicated teachers. The North Reading Education Association will do everything possible to encourage a responsible and dedicated attitude on the part of teachers. To the extent that both of these aims are met, the children of North Reading will continue to receive the best education possible.

 

 

School Committee

Janene Imbriano, Chair

Mel Webster, Vice Chair

Gerald Venezia

Clifford Bowers

Julie Koepke

 

Superintendent of Schools

Jon C. Bernard

 

Negotiation Committee

Marc Gorgenyi, President, NREA

Katherine Barron

Shannan Barry

Jeanne Cappuccio

Martha Dwyer

Beth Leavitt

Carla Lister

Lori Magrath

Kerianne Verdonck

 


 

INDEX

PREAMBLE                          ....................................................................................   PAGE

ARTICLE I                           General Declarations...................................................           1

ARTICLE II                          Recognition ................................................................           2

ARTICLE III                         Compensation and Other Conditions of Employment            2

ARTICLE IV                         Agency Fee - Payroll Deduction .................................           2

ARTICLE V                          Grievance Procedure...................................................           3

ARTICLE VI                         Relief from Non-Teaching Duties ..............................           4

ARTICLE VII                       Teaching Assignments and Transfers .........................           5

ARTICLE VIII                      Promotions and Vacancies..........................................           7

ARTICLE IX                         Teacher Facilities .......................................................           7

ARTICLE X                          Professional Employment Opportunities ....................           8

ARTICLE XI                         Sick Leave .................................................................           8

ARTICLE XII                       Sick Leave Bank.........................................................           9

ARTICLE XIII                      Temporary Leaves of Absence ..................................         11

ARTICLE XIV                      Extended Leaves of Absence......................................         11

ARTICLE XV                       Sabbatical Leave ........................................................         13

ARTICLE XVI                      Substitute Teachers ....................................................         13

ARTICLE XVII                     Insurance and Annuity Plan .......................................         13

ARTICLE XVIII                   Class Size and Composition........................................         14

ARTICLE XIX                      Salaries........................................................................         14

ARTICLE XX                       Protection ...................................................................         15

ARTICLE XXI                      Personal Injury Benefits..............................................         15

ARTICLE XXII                     Teaching Hours and Teaching Load ...........................         15

ARTICLE XXIII                   Use of School Facilities ..............................................         17

ARTICLE XXIV                   General ......................................................................         17

ARTICLE XXV                    Educator Evaluation ...................................................         18

ARTICLE XXVI                   Municipal Health Insurance........................................         19

ARTICLE XXVII                  Agent's Fee..................................................................         20

ARTICLE XXVIII                 Duration......................................................................         20

APPENDIX A                       Salaries - Teachers and Nurses....................................         21

APPENDIX B                       Early Retirement Incentive..........................................         31

 


 

CONTRACT

 

Pursuant to the provisions of Chapter 150E of the General Laws of Massachusetts, this CONTRACT is made this first day of July, 2015 by the SCHOOL COMMITTEE OF THE TOWN OF NORTH READING and THE NORTH READING EDUCATION ASSOCIATION (hereinafter sometimes referred to as the Association).

 

ARTICLE I

 

GENERAL DECLARATIONS

 

A.        Recognizing that our primary purpose is to provide education of the highest possible quality for the children of North Reading, and that good morale within the teaching staff of North Reading is essential to achievement of that purpose, we, the undersigned parties of this Contract, declare that:

 

1          Under the law of Massachusetts, the Committee, elected by the citizens of North Reading, has final responsibility for establishing the educational policies of the public schools of North Reading;

 

2          The Superintendent of Schools and the principals of North Reading (hereinafter referred to as the Administration) have the responsibility for carrying out the policies so established;

 

3          The teaching staff of the public schools of North Reading has responsibility for providing the highest possible quality education and has the full responsibility for all professional duties;

 

4          Fulfillment of these responsibilities can be facilitated and supported by consultations and free exchange of views and information among the Committee, the Superintendent, and the teaching staff in the formulation and application of policies relating to wages, hours, and other conditions of employment for the teaching staff;

 

5          The provisions of the Agreement shall constitute Committee policy for the duration hereof or until changed by mutual consent in writing. Any previously adopted policy, rule or regulation of the Committee which is in conflict with any provision of the Agreement shall be superseded and replaced by the Agreement. Nothing in this Agreement which changes pre-existing Committee policy, rules or regulations shall operate retroactively unless expressly so stated;

 

6          Subject to the provisions of this Agreement, the Committee, the Superintendent of Schools, and the principals reserve and retain full rights, authority and discretion, in the proper discharge of their duties and responsibilities, to control, supervise and manage the school system and its professional staff under governing law, ordinances, rules and regulations-Municipal, State and Federal. In all matters under this Agreement calling for the exercise of judgment or discretion on the part of the Committee, the Superintendent of Schools or the principals, the decision shall be final and binding if made in good faith-i.e., not arbitrarily, capriciously or without rational basis in fact-except where some other standard of grievability or arbitrability is set forth in this Agreement; and so

 

7          As per Chapter 150E, Acts, 1972: In the event that any part or provision of this Agreement is in conflict with any law, ordinance or by-law, the law, ordinance or by-law shall prevail so long as such conflict remains. If funds are necessary to implement such written agreement, a request for the necessary appropriation shall be submitted to the legislative body. If such request is rejected, the matter shall be returned to the parties for further bargaining.

 


 

8          If any provision of this Agreement or any application of this Agreement to any employee or group of employees shall be found to be contrary to law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications will continue in full force and effect. The parties will meet not later than ten (10) days after any such holding for the purpose of renegotiating the provision or provisions affected.

 

9          The School Committee will authorize the Superintendent of Schools to meet with representatives of the Education Association as often as necessary to discuss matters of mutual concern. Said meetings may be requested by either party and will be held at times convenient for both parties. No decisions or actions will be taken as a result of said meetings that in any way alters or modifies the existing Agreement.

 

10        The School Committee and the Association have a mutual interest in exploring the process of collaborative bargaining for future contracts.

 

ARTICLE II

 

RECOGNITION

 

A         For the purposes of collective bargaining with respect to wages, hours and other conditions of employment, the negotiation of collective bargaining agreements and any other questions arising thereunder, the Committee recognizes the Association as the exclusive bargaining agent and representatives of all professional employees. Specifically included in this unit shall be such non-teaching personnel as School Psychologists, Adjustment Counselors, nurses, occupational therapists, physical therapists, and speech/language therapists. Excluded shall be the Superintendent, Principals, Vice Principals, Director of Pupil Personnel Services, Assistant Superintendent, Coordinator of Elementary Special Education, Coordinator of Secondary Special Education, Director of Finance and Operations, and any other administrator who has no teaching responsibility. Also excluded is every such employee who on the effective date of this Agreement is, or thereafter shall be, designated by the Committee as a representative of it for the purpose of such bargaining.

 

B          All other independent employee groups are explicitly excluded from this Contract including secretaries, accountants, tutors, paraprofessionals, digital learning paraprofessionals, food service workers, technology technicians and all other non-certified personnel.

 

ARTICLE III

 

COMPENSATION AND OTHER CONDITIONS OF EMPLOYMENT

 

A         Subject to the provisions of this Contract the wages, hours, and other conditions of employment applicable on the effective date of this Contract to the employees covered by the Contract shall continue to be so applicable.

 

ARTICLE IV

 

AGENCY FEE - PAYROLL DEDUCTION

 

A.        Agency Fee: Effective December 1, 1991, the Committee agrees to require as a condition of employment that all professional employees except those certified as members to the Committee by the Association pay annually or by dues deduction to the Association as of the thirtieth (30) day subsequent to the above

 

 

 

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            effective date, an agency service fee which shall be commensurate with the cost of collective bargaining and contract administration which amount shall be certified annually to the Committee by the Association. The agency fee shall be deducted from the wages of any employee who signs authorization to that effect and such fees shall be transmitted to the Treasurer of the Association as provided in Section 176 of Chapter 180 of the General Laws. The Association will indemnify the committee for any liability arising from the operation of this provision.

 

B.         Payroll Deduction: The Committee hereby accepts the provisions of Section 17C of Chapter 180 of the General Laws of Massachusetts and, in accordance therewith, shall certify to the Treasurer of North Reading all payroll deductions for the payment of dues to the Association duly authorized by each individual covered by this Contract.

 

            The Committee agrees to certify to the Treasurer of North Reading all Massachusetts Teachers' Association Credit Union deductions authorized by individuals covered by this Contract.

 

ARTICLE V

GRIEVANCE PROCEDURE

 

A.        The purpose of the procedure set forth hereinafter is to produce prompt and equitable solutions to those problems which from time to time may arise and affect the conditions of employment of the employees covered by this Contract. The Committee and the Association desire that such procedure shall always be as informal and confidential as may be appropriate for the grievance involved at the procedural level involved; and nothing in this Contract shall prevent any such employee from individually presenting any grievance of the employee.

Definition:       A grievance is a claim based upon an event or condition that alleges a violation, misinterpretation or misapplication of the terms of this Agreement.

 

Level One: The aggrieved employee shall discuss the grievance with a member of the Grievance Committee of the Association.

 

Level Two: If not disposed of to the employee's satisfaction by such discussion, the grievance shall be presented orally by the employee and a member of the said Grievance Committee to the appropriate intermediate supervisor of the employee.

 

Level Three: If at the end of five (5) school days next following such presentation, the grievance shall not have been disposed of to the employee's satisfaction, the employee may, within five (5) school days thereafter, file with the President of the Association and the Chairman of its Grievance Committee a written statement of the grievance. Within five (5) school days thereafter, such statement shall be reviewed with the employee by the said President or Chairman, and if after such review the employee shall so desire, the grievance shall be forthwith presented in writing by the employee and said President, or Chairman to the Superintendent, who shall, within five (5) school days thereafter, meet with the employee and the said President or Chairman in an effort to settle the grievance.

 

Level Four: If at the end of the ten (10) school days next following such presentation to the Superintendent the grievance shall not have been disposed of to the employee's satisfaction, the employee may within five (5) school days thereafter, notify the said President and Chairman in writing of the employee's desire to have the grievance presented to the Committee. If the Grievance Committee so shall vote, the grievance shall forthwith be presented in writing by the Association to the School Committee within ten (10) school days, and within ten (10) school days, or at the next regularly scheduled meeting, whichever is the longer period of time, the School Committee shall meet with the Grievance Committee, the said President and the employee in an effort to settle the grievance.

 

 

 

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Level Five: If , at the end of the ten (10) school days next following the meeting between the Grievance Committee and the School Committee, the grievance shall not have been disposed of to the satisfaction of the Grievance Committee of the Association, and if the grievance shall involve the interpretation of application of any provisions of this Contract, the Association may, by giving written notice to the School Committee within the ten (10) school days next following conclusion of such meeting, present the grievance for arbitration; in which event the School Committee and the Association shall forthwith submit the grievance to a mutually acceptable arbitration tribunal. If a mutually acceptable tribunal cannot be selected, the grievance shall be submitted to the American Arbitration Association in accordance with the American Arbitration Association Rules and Regulations. The expense of such arbitration shall be shared equally by the School Committee and the Education Association. The findings of the arbitrators are to be final and binding on both parties.

 

B.         1          If at the end of ten (10) school days next following the occurrence of any grievance, or the date of first knowledge of its occurrence by any employee affected by it, the grievance shall not have been presented at Level Two of the procedure set forth in Section A above, the grievance shall be deemed to have been waived; and any grievance in course under such procedure shall also be deemed to have been waived if the action required to present it to the next level in the procedure shall not have been taken within the time specified therefore by the said Section A.

 

            2          If any employee covered by this Contract shall present any grievance without representation by the Association, the disposition if any, of the grievance shall be consistent with the provisions of this Contract.

 

            3          No written communication, other document, or record relating to any grievance shall be filed in the personnel file maintained by the School Department of North Reading for any employee involved in presenting such grievance. To abide by statute, a special file is to be located in the Office of the Superintendent and set up for this purpose. Access to such file shall be granted only to the Superintendent, the President of the NREA, and the aggrieved employee. If said employee should leave the employ of the North Reading Public School System, the contents of such file shall not be sent to any future employer.

 

                        The Association shall be permitted to be represented by representatives of its own choosing at any step of the grievance procedure.

 

                        The Association can file in writing a grievance affecting a class of teachers at Step One of this procedure.

 

                        The Association shall be permitted to be represented by no more than four representatives of its own choosing at Level Five.

 

ARTICLE VI

 

RELIEF FROM NON-TEACHING DUTIES

 

A.        The Committee and the Association agree that a teacher's primary responsibility is to teach and that every effort possible will be made to utilize his/her professional talent to this end. The Committee and the Association recognize that teacher aides and part-time clerical employees and others are useful and necessary in order to implement this principle. The parties agree to the following:

 

1.         Teachers shall have a duty-free lunch period as long as the students' lunch period.

 

 

 

 

 

 

 

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2.         Health services, such as administering eye or ear examinations and weighing and measuring students, will be performed by appropriate professional personnel.

 

3.         Teachers will not be required to drive students to activities which will take place away from school buildings. Teachers may do so voluntarily, however, in authorized vehicles and with the advanced approval of the Superintendent or his/her designated supervisor. In no event will the School Committee be responsible for the unauthorized driving of students.

 

4.         Teachers shall be relieved of distribution and inventory of books and supplies except in their own classrooms, of preparing and sending form letters to parents, and other similar clerical functions which do not require the exercise of professional judgment.

 

5.         Teachers shall be relieved of collecting money from students for non-educational purposes. Although teachers may be required to collect and transmit money to be used for educational purposes, they will not be required to tabulate or account for such money.

 

6          Elementary teachers will not be assigned to supervise lunches or recesses.

 

B.         The parties agree to work toward the following objectives:

 

1          Teachers shall be relieved of the following assignments:

 

supervision of playgrounds;

supervision of cafeterias;

supervision of sidewalks and buses.

 

2.         Teachers shall be relieved of duplicating instructional and other materials, cumulative record cards, and other similar functions.

 

ARTICLE VII

 

TEACHING ASSIGNMENTS AND TRANSFERS

 

A.        Every reasonable effort will be made to notify, by June 1, teachers, other than newly appointed and substitute teachers, of any changes in their programs and schedules for the ensuing year, including the schools to which they will be assigned, and the grades and/or subjects that they will teach, and any special or unusual classes, students or assignments that they will have.

 

B.         In order to assure that students are taught by teachers working within their areas of competence, teachers shall not be assigned, except in accordance with the regulations of the State Board of Education and for good cause, to subjects and/or grades or other classes outside the scope of their teaching licensure and/or their major or minor fields of study.

 

C.         Teachers who desire a change in grade and/or subject assignment or who desire to transfer to another building shall indicate such desire to the Superintendent in writing not later than March 1. Such indication shall include the grade and/or subjects to which he/she desires to be transferred. The Superintendent or his/her designee shall notify each teacher who has made application for transfer of the disposition of each teacher's request one week prior to the close of school or as soon as possible thereafter in writing. Should a position become available after March 1, teachers in the system shall have ten (10) days from the posting of the vacancy to request a transfer.

 

 

 

 

 

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D.        Voluntary Transfers: In the determination of assignments and transfers, the Superintendent shall honor the preference and wishes of the individual teacher, if in his/her opinion such actions are in the best interest of the North Reading Public Schools.

 

E.         In arranging schedules for teachers who are assigned to more than one school an effort will be made to limit the amount of inter-school travel. Every effort will be made to allow adequate time for travel between, and intra, buildings in the scheduling of itinerant teachers. Such teachers will be notified of any change in their schedules. They will be paid mileage at the rate established for Town employees.

 

F.         Teacher assignments and transfers shall be made without regard to race, color, sex, sexual orientation, gender identity, religion, disability, age, genetic information, veteran status, ancestry, or national or ethnic origin.

 

G.        Involuntary Transfers: Notice of intent to transfer or reassign shall be given in writing stating the reason as soon as practicable. Any involuntary transfer or reassignment shall be made only after a meeting between the teacher or teachers involved and the Superintendent or his/her designee and shall be made on the basis of length of service in the system unless in the opinion of the Superintendent the interest of the school system requires otherwise. The teacher or teachers may have an Association representative present at such a meeting. Involuntary transfers will not be made arbitrarily, capriciously, or without basis in fact.

 

H         1.         In case of a reduction in teaching staff, a teacher with professional status (TPS) shall not be dismissed if there is a teacher without professional status (NTPS) employed whose position the teacher with professional status is certified to fill.

 

2.         Teachers with professional status affected by a reduction in teaching staff shall be notified in writing by May 1 of the school year preceding the school year in which the reduction is to take place. Teachers without professional status affected by a reduction in force shall be notified in writing by June 15 of the school year preceding the school year in which the reduction is to take place.

 

3          If a reduction in teaching staff results in the layoff of a TPS, junior teachers within their discipline shall be laid off first. This rule may be deviated from only if the professional training, competency, proven performance and needs of the system are such that a junior employee's qualifications are clearly superior to those of a senior employee. This judgment of qualifications shall be the sole responsibility of the Superintendent.

 

            Total time in the North Reading School system from the first day worked in a permanent position shall be used to compute length of service.

 

4.         For purposes of definition, "discipline" shall be elementary: (Grades PreK-5), secondary: English/ Language Arts, Science, Mathematics, History/Social Studies, Foreign Language, Business Education, Art, Music, Physical Education/Health, Special Education, and Technology. Should new disciplines be identified during the term of this Agreement, they shall be added to the list of disciplines in this section.

 

5.         If subsequent vacancies occur or if new positions are added or old positions restored which persons on layoff previously performed, personnel laid off by the North Reading Public Schools under the foregoing provisions within the previous 18 months will be rehired in reverse order of layoff before other applicants are considered.

 

6.         Teachers released under the provisions of this article shall be given initial consideration on the substitute list if they so choose. Further, released teachers shall be permitted to pay the entire

 

 

 

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            premium cost of membership in the Town health and life insurance plan for the period of one year provided that no Town or State law or regulation or policy of the insurer contravenes.

 

I.          No teacher/professional employee shall be required to add the duties of another teacher/professional employee to his/her own responsibilities.

 

ARTICLE VIII

 

PROMOTIONS AND VACANCIES

 

A.        All vacancies in promotional positions caused by death, retirement, discharge, resignation, or by the creation of a new promotional position shall be filled pursuant to the following procedures:

 

1.         Such vacancies shall be adequately published, by hard copy in every school and e-mail, as far in advance of the date of filling such vacancy as possible. A copy of all posted vacancies will be sent to the NREA president.

 

2.         Said notice of vacancy published by the Superintendent or his/her designee shall clearly set forth the qualifications for the position.

 

3.         Teachers who desire to apply for such vacancies shall file their applications in writing with the Superintendent within the time limit specified in the notice. Teachers will be guaranteed an interview after submitting their application.

 

4.         Such vacancy shall be filled on the basis of fitness for the vacant post. In the event two candidates are equally qualified, the appointment shall be made in good faith and will be given to the candidate presently employed in the North Reading Public School System. Final determination of qualifications will rest solely with the Administration.

 

B.         Promotional positions are defined as positions having a salary differential and/or positions on the administrative-supervisory level.

 

C.         All vacancies (as defined above in the case of promotional positions) for specialists and/or special project teachers shall also be filled pursuant to the procedure set forth in Paragraph A above.

 

D.        Vacancies resulting from leaves of absence of six months' duration or longer shall be posted.

 

E.         Vacancies in all other positions shall be posted for informational purposes.

 

F.         All appointments to the aforesaid vacancies and openings shall be made without regard to race, color, sex, sexual orientation, gender identity, religion, disability, age, genetic information, veteran status, ancestry, or national or ethnic origin

 

ARTICLE IX

 

TEACHER FACILITIES

 

A.        The Committee shall make every reasonable effort to provide in each school building: 1.

 

1.         Adequate telephone communication

 

 

 

 

 

 

 

 

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2.         Space in each classroom in which teachers may safely store instructional materials and supplies

 

3.         A teacher workroom containing adequate equipment and supplies to aid in the preparation of instructional materials

 

4.         Separate and appropriately furnished teacher lounge rooms (said rooms to be in addition to the aforementioned teachers' workroom)

 

5.         Well-lighted and clean teachers' rest rooms

 

6.         A system whereby teachers can effectively communicate with the main office in the event of an emergency

 

7.         A separate, private, well-ventilated dining area for use of all personnel

 

8.         A desk and chair for each teacher

 

9.         Adequate parking for all teachers

 

ARTICLE X

 

PROFESSIONAL EMPLOYMENT OPPORTUNITIES

 

A.        In the event that two candidates for a position in the North Reading Summer School Program are equally qualified, preference shall be given to regularly appointed teachers in the North Reading School System.

 

B.         In filling such positions, the Superintendent or his/her designee shall give consideration to the teacher's area of competence, major and/or minor field of study, quality of teaching performance, attendance record and length of service in the North Reading School System. The judgment of the Superintendent or his/her designee shall be final.

 

C.         Such positions will be posted by May 1 of each year whenever possible.

 

ARTICLE XI

 

SICK LEAVE

 

A.        NTPS teachers will be entitled to twelve (12) and TPS teachers to fifteen (15) sick leave days each school year as of the first official day of said school year whether or not they report for duty on that day. Sick leave days may be accumulated from year to year with no maximum limit.

 

1.         Part time teachers will receive a pro rata allotment of sick leave based on their salary percentage. For example a Teacher with Professional Status who works 60% will be credited with nine (9) sick days. Sick leave will be applied to absences based on the amount of time the teacher was scheduled to work on the day of the absence. For example, a Teacher with Professional Status who works 60% of each school day will have a .6 of a day applied for each absence.

 

B.         In addition to personal illness or injury, five (5) of a teacher's sick leave days may be utilized for family illness.

 

 

 

 

 

 

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C.         1.         Any teacher hired prior to July 1, 2017 who submits a written notice of intent to retire to the Superintendent by February 1 of the school year in which they plan to retire shall be compensated a sum of money equal to $60/day for each unused sick day up to 225 days of accumulated sick leave days. The Sick Leave Buy Back provisions shall apply only in the following situations:

 

a.         Teachers who submit their formal retirement to the Massachusetts State Teachers Retirement Board.

 

b.         Teachers must notify the School Department of their intention to retire not later than February 1 of the school year in which they plan to retire.

 

c.         Teachers who die in service shall have this benefit paid to his or her estate.

 

d.         Teachers who are displaced because of RIF shall receive this benefit at the end of their recall period if not recalled.

 

e.         The notice requirement of Paragraph 2 will be waived in cases where unexpected changes in health or family situations create a compelling need to retire earlier than anticipated. Notice in such cases will be provided as soon as the teacher becomes aware of the need to retire. Payments to teachers who have received a waiver of notice under this Subparagraph will become due in the month of July in the second fiscal year following the date of their retirement.

 

f.          The Sick Leave Buy Back will be paid in three equal installments over the next three years following the retirement.

 

D.        Teachers shall receive an annual statement of accumulated sick leave.

 

ARTICLE

 

XII SICK LEAVE BANK

 

A.        Teachers may deposit one day of their sick leave allowance in the Sick Leave Bank each year. Teachers who have a protracted illness and who have used up the sick leave to which they are entitled may apply to draw on the bank. The operation of the bank and withdrawals therefrom shall be carried out in accordance with the following guidelines:

 

1.         A Sick Leave Committee shall be established, composed of three (3) members of the North Reading Education Association and three (3) members representing the North Reading school administration. All decisions shall be made by a majority vote (i.e., 4 votes) and shall be final and binding on all parties and the decision made in good faith, shall not be subject to appeal of any kind or arbitration.

 

2.         All deposits must be made in writing no later than October 1 of each year.

 

3.         Only those teachers who deposit in the bank may be permitted to withdraw from the bank.

 

4.         All requests for withdrawal from the bank must be accompanied by the reason and must be approved by the Sick Leave Committee.

 

5.         No days may be withdrawn from the Sick Leave Bank for use for any reason except illness. Days may not be withdrawn to permit a teacher to stay at home for other members of the family.

 

 

 

 

 

 

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6.         In the event of a new contract and/or an extension of the existing one, the balance of days in the Sick Leave Bank is to be carried over to succeeding contracts.

 

7.         Changes in the regulations or operation of the Sick Leave Bank may be made through collective bargaining between the Association and the School Committee.

 

8.         Teachers who receive time from the Sick Leave Bank will be paid while absent at their current salary.

 

9.         Whenever the number of days in the Sick Leave Bank falls below two hundred (200) days, the Sick Leave Committee will call for a contribution and each member of the Sick Leave Bank will contribute one (1) day to the Bank.

 

10.       Membership in the Sick Leave Bank will be voluntary. Day deposit forms will be provided and must be completed promptly by all those wishing to join. The benefits of immediate membership should be evident.

 

11.       Any teacher who is not a member of the Sick Leave Bank may not expect to receive any extended sick leave benefits from the School Committee if his/her number of accrued sick days has been exhausted.

 

B.         Sick Leave Committee Operating Procedures

 

            To avoid misunderstandings and assure that the benefits of the Sick Leave Bank are administered in a manner that is fair and equitable to all parties the following procedures will be used:

 

1.         The applicant will submit a request form for a grant from the Sick Leave Bank to the Sick Leave Committee.

 

2.         The Chairperson of the Sick Leave Bank Committee will call a meeting when requests are made for grants of time.

 

3.         Permanent minutes of meetings will be kept to provide record of requests and facts relating to cases.

 

4.         Immediately following meetings, the applicant will receive the request form with the Committee's decision shown. If rejected, the reasons will be noted.

 

5.         Following review and action by the Sick Leave Committee, copies of the request form will be disbursed as follows:

 

Copy 1 - To Business Office as authorization to pay, then to employee's personnel file as a permanent record

Copy 2 - To Sick Leave Bank Committee file

Copy 3 - To applicant after all signatures in place.

 

6.         The School Administration will provide the Sick Leave Committee with sick leave historical data for any employee requesting sick leave grants

 

 

 

 

 

 

 

 

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ARTICLE XIII

 

TEMPORARY LEAVES OF ABSENCE

 

A.        Teachers will be entitled to the following temporary leaves of absence with pay each school year, with a maximum accumulation of five (5) days:

 

1.         Up to three (3) days of absence for imperative legal business, household or family matters which could not be conducted effectively outside of school hours. Requests for such leave, together with the reasons therefore, must be submitted in writing to the Principal of the teacher's school as early as possible and usually not less than forty-eight (48) hours before such absence occurs, whenever possible. In emergency situations where it is impossible to give notice in writing, requests will be given by telephone to the Principal and later reduced to writing. No request for leave under this Section will be submitted so as to extend a holiday or vacation period. If the Superintendent believes the purpose of the leave is not of the nature specified above requiring the absence of the teacher during school hours, then he/she will decline to pay for such leave. This matter may, however, be presented through the grievance and arbitration procedure if the individual so elects.

 

2.         Up to three (3) days for the purpose of visiting other schools or attending meetings or conferences of an educational nature, if the request is initiated by the teachers.

 

3.         Three (3) days for religious observance.

 

B.         Teachers will be entitled to up to five (5) days' time in the event of death or critical illness of a teacher's spouse, child, son-in-law, daughter-in-law, parent, father-in-law, mother-in-law, sibling or other member of the immediate household. Teachers will be granted up to three (3) days at any time in the event of the death of a teacher's grandfather, grandmother, brother-in-law, sister-in-law, uncle, aunt, niece, nephew or cousin, unless said relative is a member of the immediate household in which event the teacher will be entitled to the aforesaid five (5) days.

 

C.         Teachers will be entitled to the following temporary leaves of absence with pay each school year, with the maximum accumulation of three (3) days.

 

1.         ne (1) day off for not more than six (6) delegates to attend Massachusetts Teachers' Association and/or National Education Association conferences and conventions. Applications for these leaves will be made at least twenty-four (24) hours before taking such leave.

 

D.        Leaves taken pursuant to Section A. above will be in addition to any sick leave to which the teacher is entitled. No teacher will be required to arrange for his/her own substitute. When an application for such leaves as detailed above is made, the teacher will be required to state acceptable reasons for taking such a leave.

 

E.         Part time teachers will receive a pro rata allotment of leave under this Article. Such leave will be applied to absences based on the amount of time the teacher was scheduled to work on the day of the absence.

 

ARTICLE XIV

 

EXTENDED LEAVES OF ABSENCE

 

A.        The Committee agrees that not more than two (2) teachers designated by the Association will, upon request, be granted a leave of absence for up to two (2) years without pay for the purpose of engaging in Associations (state or national) activities. Upon return from such leave, a teacher will be considered as if

 

 

 

11

 


 

            he/she were actively employed by the Committee during the leave and will receive the appropriate increment(s), based on past performance as though such teacher had not been on leave.

 

B.         A leave of absence without pay of up to two (2) years will be granted to any TPS teacher who joins the Peace Corps or serves as an exchange teacher, and is a full-time participant in either of such programs. Upon return from such leave, a teacher will be considered as if she/he were actively employed by the Committee during the leave and will be placed on the appropriate increment, based on past performance as though such teacher had not been on leave.

 

C.         Military leave will be granted any teacher who enlists in any branch of the armed forces of the United States. Upon return from such leave, a teacher will be placed on the appropriate increment, based upon past performance, as though such teacher had not been on leave.

 

D.        Childrearing leave not to exceed twenty-four (24) months without pay will be granted to any teacher with more than two (2) years' service.

 

E.         A leave of absence without pay or increment of up to one (1) year will be granted to teachers with more than two (2) years of service for the purpose of caring for a sick member of the teacher's immediate family. Additional leave may be granted at the discretion of the Committee.

 

F.         After five (5) years of continuous employment in the North Reading School System, a teacher may be granted a leave of absence, without pay or increment, for up to one (1) year for health reasons. Requests for such leave will be supported by appropriate medical evidence. Any teacher who is on personal illness leave, with compensation under the Sick Leave Article, and whose illness extends beyond the period compensated will be granted leave of absence without pay for such time as is necessary for complete recovery from such illness, for up to one (1) year.

 

G.        Other leaves of absence without pay may be granted by the Committee.

 

H.        All benefits to which a teacher was entitled by the time his/her leave of absence commenced, including unused accumulated sick leave, will be restored to him/her upon his/her return, and he/she will be assigned to the same position which he/she held at the time said leave commenced, if available, or, if not, to a substantially equivalent position.

 

I.          Those who hold positions on the administrative-supervisory level and those who hold unique positions, i.e., media services coordinator, adjustment counselor, etc., may apply for leave under this section. They may be granted leave(s) in excess of one (1) year with the understanding that if the same position or a substantially equivalent position is not available, they will be placed in the most nearly equivalent position available. They will have the preference for reappointment to the original position if it should become available within 18 months after the teacher's return.

 

J.          All requests for extensions or renewals of leave will be applied for in writing, and if granted, granted in writing.

 

K         A teacher who has been granted an extended leave of absence and who desires to return to employment in North Reading must so notify the Superintendent of Schools in writing by February 1 of the school year in which the leave ends. Failure to comply with this section shall release the School Committee of any obligation connected with the granting of the leave of absence.

 

L.         Any leaves taken under this Agreement under circumstances which would qualify for leave under the Family and Medical Leave Act will run concurrently and will be counted toward the twelve (12) weeks available under the FMLA. An employee's available and applicable paid leave (e.g., sick leave) may be

 

 

 

 

 

12

           


 

            substituted for unpaid FMLA Leave at the discretion of the employee, provided such paid leave is generally available in the circumstances of the leave.

 

ARTICLE XV

 

SABBATICAL LEAVE

 

A.        Any teacher who has served in the North Reading Public Schools for a period of seven (7) consecutive years may request of the School Committee a sabbatical leave for a period not to exceed one (1) school year. A sabbatical leave for a period of less than one (1) year will also be considered.

 

B.         Requests for sabbatical leave must be filed in writing with the Superintendent no later than December 31 of the year preceding the one in which the leave will be taken.

 

C.         In determining which applications for sabbatical leave will take priority, consideration will be given to: (1) the value of the leave to the school system, (2) the seniority and service of the applicant, (3) the equitable distribution of leaves throughout the system. Ordinarily, no more than one percent of the staff will be eligible for leave during the same school year.

 

D.        A teacher on sabbatical leave will be paid at three-quarters (3/4) of his/her current annual salary contract rate provided that such pay when added to any program grant shall not exceed the teacher's full annual salary rate. The teacher's full annual salary rate shall include the base salary, but not extra-curricular or coaching differentials.

 

E.         A teacher on sabbatical leave shall agree in writing to return to employment in North Reading for a period equal to twice the length of the leave unless released from this commitment by the School Committee. In the event of default, the teacher will return to the Town an amount equal to the proportion of the salary received by him/her on leave.

 

ARTICLE XVI

 

SUBSTITUTE TEACHERS

 

A.        Temporary and long-term substitute positions, to the extent feasible, will be filled by personnel who have met the state certification requirements. Temporary substitutes assume the responsibility for the classroom in the absence of the teacher (or nurse) on a day-to-day basis. The rate of pay for temporary substitutes is dependent upon the number of days of service. Long-term substitutes assume the full teaching (nursing) responsibility in the absence of the regularly assigned teacher (nurse). Placement on the appropriate salary schedule for long-term substitutes (either after 10 consecutive days in a specific assignment or as a replacement for a teacher on leave) is dependent upon education, certification and experience as evaluated by the Superintendent. The School Department will make reasonable efforts to secure qualified replacements for teachers and nurses.

 

ARTICLE XVII

 

INSURANCE AND ANNUITY PLAN

 

A.        Employees shall be eligible for a $5,000 term life insurance policy and health insurance provided by the Town of North Reading under such conditions as the Town may, from time to time, establish. The

 

 

 

 

 

 

 

13

 


 

 

            current insurance plan is documented in a Memorandum of Agreement between the Town and the Association. Any and all changes in the insurance plan are subject to negotiation with the NREA.

 

B.         Teachers will be able and eligible to participate in a "tax sheltered" annuity plan established pursuant to United States Public Law No. 87-370. Teachers will have the opportunity to initiate a change in their annuity on two specific dates each year. The specific dates will be agreed upon by the Association and the Committee.

 

ARTICLE XVIII

 

CLASS SIZE AND COMPOSITION

 

A.        The parties to this contract accept the following goals as desirable whenever feasible under the circumstances (e.g., availability of staff and facilities) in both elementary schools (including kindergarten) and secondary schools:

 

1.         No regular class shall have more than thirty (30) students.

 

2.         The composition and size of special education classes shall be in accordance with applicable state and federal mandates and regulations.

 

3.         Classes containing concentration of disadvantaged students shall be reduced in size as rapidly as practicable to a number which permits optimum learning opportunities for such students.

 

4.         When teachers are assigned to co-taught classes, the following should be part of the process:

 

a.         Volunteers should be sought first before any teacher is assigned.

b.         Teachers will have a dedicated work space.

c.         Whenever feasible and to the extent possible, special education teachers and regular education teachers will have common planning time when assigned as co-teachers.

 

B.         The foregoing standards are subject to modification for educational purposes such as the avoidance of split-grade classes or half-classes or specialized or experimental instruction (e.g., music, team-teaching, typing classes, and physical education).

 

ARTICLE XIX

 

SALARIES

 

A.        The salaries and differentials are set forth in Appendix "A", which is attached to and made a part of this Agreement. Teachers may be given credit for prior experience for placement on the salary schedule at the discretion of the Superintendent.

 

B.         Teachers shall be paid the difference between their base teaching salary and their base military pay for all days when the teacher is assigned to temporary military training duty.

 

C.         Teachers shall be paid the difference between their base teaching salary and any fees received as a result of the teacher being assigned to jury duty.

 

 

 

 

 

 

 

14

 


 

 

D.        Full-time teachers who accept extra class period assignments on a temporary basis at the secondary level will be paid at a pro-rated amount of eighteen percent (18%) of their salary for each class taught, unless the teacher is teaching under a contract which establishes a percentage basis of salary and workload.

 

ARTICLE XX

 

PROTECTION

 

A.        Teachers will immediately report all cases of abusive conduct and/or torts suffered by them in connection with their employment to the Superintendent of Schools in writing.

 

B.         Such report(s) will be forwarded to the Committee or its designee who will comply with any reasonable request, within statutory limitations, from the teacher for information in its possession relating to the incident(s) or the persons involved, and will act in appropriate ways as liaison between the teacher, the police and the courts.

 

ARTICLE XXI

 

PERSONAL INJURY BENEFITS

 

A.        Whenever a teacher is absent from school as a result of personal injury caused by an assault or accident occurring in the course of his/her employment, he/she will be paid his/her full salary (less the amount of any workmen's compensation award made for temporary disability due to said injury) for the period of up to one year and no part shall be deducted from accumulated sick leave.

 

B.         Nothing in this Article is to be construed as limiting or waiving any personal rights of the teacher to seek redress in the courts for damages to person or property.

 

ARTICLE XXII

 

TEACHING HOURS AND TEACHING LOAD

 

A.        1.         Starting and dismissal times of students are subject to modification by the Committee, provided, however, that no such modification will increase the length of the teacher's workday unless negotiated.

 

2.         Certified personnel other than classroom teachers will work at their assigned tasks for at least the length of the regular teacher's workday. It is recognized, however, that the proper performance of their duties may, on occasion, require these persons to work longer than the normal working day. The exact daily schedule will be worked out on an individual basis.

 

3.         The professional work day for Elementary teachers and nurses will be six (6) hours and forty-five (45) minutes and/or not to exceed thirty-three hours and forty-five minutes (33.45) per week. Students will not be admitted into classrooms more than ten (10) minutes before the official school starting time for students.

 

4.         The professional work day for Middle School teachers and nurses will be seven (7) hours. Students will not be admitted into classrooms more than ten (10) minutes before the official school starting time for students.

 

 

 

 

 

15

 


 

5.         The professional work day for High School teachers and nurses will be seven (7) hours including one half hour after the official ending time of the student day for the purpose of providing extra help.

 

B.         1.         The work year of teachers (other than new personnel who may be required to attend additional orientation sessions) will begin no earlier than September 1 and terminate no later than June 30. The professional work year will consist of 183 days. The "work year" will include days when students are in attendance, orientation days at the beginning of the school year, conference days, and any other days on which teacher attendance is required. The schedule of class days will not exceed five (5) days beyond that required by State Law.

 

2.         The Committee agrees to consult with the Association before establishing the school calendar.

 

C.         1.         Teachers may be required to remain after the end of the regular work day without additional compensation for up to one (1) hour to attend the following staff meetings: building meetings, curriculum meetings, department meetings, special needs meetings or other building or general meetings authorized by the Superintendent of Schools or his/her designee. Said meetings shall not exceed twenty (20) per school year. All meetings shall start fifteen (15) minutes after the close of school, provided that a substantive majority of the teachers are present. Said meeting shall not exceed one (1) hour in length. Every effort shall be made to schedule meetings at a time convenient for all participants and normally advance notice of 48 hours will be given.

 

2.         Teachers may be required to attend up to four (4) evening Parent-Teacher meetings each year unless excused by the Principal for good cause.

 

3.         The Association and the Committee recognize the value of the conference report card system at the elementary level. Therefore, in order to provide optimum time for parental conferences and to maintain quality education in the classroom, the elementary schools will end their day at approximately 12:00 noon on those days when afternoon or evening report card conferences are scheduled.

 

D.        1.         Middle and High School teachers, including specialists, will have at least one preparation period per day.

 

2.         Secondary teachers will not be required to teach more than two (2) subjects nor more than a total of three (3) teaching preparations within said subjects at any one time.

 

3.         Secondary teachers will not be required to teach more than twenty-five (25) periods per week in a traditional schedule or more than twenty-five (25) blocks per two-week cycle in a macro-schedule.

 

E.         1.         Elementary teachers, including specialists, will be guaranteed thirty (30) consecutive minutes per day of preparation time.

 

2.         Preparation time for elementary teachers will be distributed equitably.

 

3.         Every effort will be made to balance preparation time at the elementary and secondary levels.

 

F.         Exceptions to the provisions of Sections D and E above, requested by the Superintendent, may be made only if the Superintendent of Schools (or his/her designee) determines that it is necessary to do so in the best interests of the educational process. The Superintendent will consult with the Association in each case where an exception is necessary and no assignment will be made without the consent of the Association President.

 

 

 

16

 


 

G.        Teacher participation in extracurricular activities will be strictly voluntary and teachers will be compensated for all such participation in accordance with the provisions of the salary schedule.

 

H.        Teachers will be required, as a condition of employment, to participate in the mentoring program during their first year of employment in North Reading.

 

I.          Nurses shall not be required to schedule their substitute coverage.

 

ARTICLE XXIII

 

USE OF SCHOOL FACILITIES

 

A.        1          The Association will have the right to use the school buildings without cost at reasonable times for meetings. The principal of the building in question will be notified in advance of the time and place of such meetings.

2.         The Association will have the right to use a gymnasium and other athletic facilities and equipment without cost one (1) evening each week. The schedule and other related matters will be arranged in advance with the Superintendent of Schools or his/her designee.

 

3.         The Association may use school mailboxes for distribution of Association material.

 

4.         The President of the Association or his/her designee may address all teachers during orientation at a time mutually agreeable to the Superintendent and the President of the Association.

 

5.         The Committee shall provide the Association with an agreed upon number of copies of the agenda and approved minutes of all School Committee meetings held in open session.

 

6.         The Committee shall provide the Association with the name and address of all teachers at the beginning of the School year (by building). The Association shall provide the Committee with the names of teachers who belong to the Association at the beginning of the school year.

 

B.         There will be available space on one (1) bulletin board in each school building which will be placed in the faculty lounge, for the purpose of displaying notices, circulars, and other Association material. Copies of all such material will be given to the building principal, but his/her advance approval will not be required.

 

C.         Teachers will not be permitted to use school premises to engage in private employment or business activity except under the terms and conditions of the North Reading School Department Facilities Use policy.

 

ARTICLE XXIV

 

 GENERAL

 

A.        There will be no reprisals of any kind taken against any teacher by reason of his/her membership in the Association or participation in its activities.

 

B.         If negotiation meetings between the Committee and the Association are scheduled during the school day, the representatives of the Association will be relieved from all regular duties without loss of pay as necessary in order to permit their participation in such meetings. When it is necessary, pursuant to

 

 

 

 

 

 

17

 


 

            Article V (Grievance Procedure) for a School Representative, member of the Grievance Committee or other representative designated by the Association to investigate a grievance or attend a grievance meeting or hearing during a school day, he/she will, upon notice to his/her principal or immediate superior and to the Superintendent by the Chairman of the Grievance Committee, be released without loss of pay as necessary in order to permit participation in the foregoing activities. Any teacher whose appearance in such investigations, meetings or hearings as a witness is necessary will be accorded the same right. The Association agrees that these rights will not be abused.

 

C.         The Committee agrees to deduct from the teachers' salaries money for NEA and/or MTA services and programs to be selected by the Association and as said teachers individually and voluntarily authorize the Committee to deduct and to transmit the monies promptly to such Association or Associations. The procedures governing notification to the Committee, the frequency and manner of deduction, revocation or authorization, and the like will be similar to those set forth in Article IV regarding dues deduction, to the extent that these procedures are appropriate. It is expressly understood that any deductions which a teacher may authorize the Committee to take from his/her earnings will be deducted in equal installments, as agreed upon, from each paycheck or alternate received by said teacher during the year.

 

D.        Teachers will be entitled to full rights of citizenship. No religious or political activities of any teacher or the lack thereof will be grounds for any discipline or discrimination with respect to the professional employment of such teacher.

 

E.         The Committee will, upon written request of the Association, provide the Association with any public documents pertaining to school affairs which will assist the Association in developing intelligent, accurate, informed and constructive programs on behalf of the teachers and their students, together with any available information which may be necessary for the Association to process grievances under this Agreement.

 

F.         The President of the NREA shall be relieved of all non-teaching duties.

 

G.        Teachers who are required by the Superintendent or his/her designee to attend workshops, classes, seminars or clinics will be reimbursed for reasonable and necessary expenses.

 

ARTICLE XXV

 

EDUCATOR EVALUATION

 

A.        All monitoring or observation of the work performance of a teacher will be conducted openly and with the full knowledge of the teacher. Teachers will be given a copy of any evaluation report prepared by their principals or supervising administrators.

 

B.         1          Teachers will have the right, upon request, to review the contents of their personnel file. A teacher will be entitled to have a representative of the Association accompany him/her during such review.

 

2.         No material derogatory to a teacher's conduct, service, character or personality will be placed in his/her personnel file unless the teacher has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and his/her answer shall be reviewed by the Superintendent, and signed and attached to the file copy.

 

C.         Any written or oral complaints regarding a teacher made to any member of the administration by any parent, student, or other person will be promptly called to the attention of the teacher.

 

 

18

 


 

D.        The Association recognizes the authority and responsibility of the principal for disciplining or reprimanding a teacher for delinquency of professional performance. If a teacher is to be disciplined or reprimanded by a member of the administration above the level of the principal, however, he/she will be entitled to have a representative of the Association present. The teacher may at any stage of the interview ask the Association representative to leave.

 

E.         No teacher will be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause. This provision shall have no application to the dismissal or non-renewal of a teacher without professional status.

 

F.         All teachers without professional teacher status shall have a conference with one or more persons charged with the responsibility of evaluation on or before December 1.

 

G.        Formal observations and evaluations will be conducted in accordance with the established provisions of the piloted Educator Evaluation Model

 

H.        All provisions of the Educator Evaluation Model as provided for by law and the regulations set forth by the Massachusetts Department of Elementary and Secondary Education will be recognized by all parties. The language herein will serve to guide the process under which North Reading Educators will be evaluated during the period covered by the Collective Bargaining Agreement. Further, collaborative efforts to further develop the parties' approach to matters related to the Educator Evaluation Model will continue through the efforts of the Educator Evaluation subcommittee. The subcommittee will continue to work towards a North Reading-specific implementation that respects all related laws of the Commonwealth of Massachusetts and the Massachusetts Department of Elementary and Secondary Education and the specific and unique needs of the North Reading Schools.

 

            The parties agree that in school year 2015-2016, the subcommittee will be in the final year of a three year review of the pilot implementation of the Educator Evaluation Model that will address the specific and unique needs of the North Reading Public Schools. Agreed upon recommendations of the subcommittee will be presented to the Association membership and the School Committee as a tentative agreement for ratification, after which the ratified Educator Evaluation Model language will be incorporated into the Collective Bargaining Agreement.

 

            The established subcommittee of administration and teachers will continue to meet to maintain communication so as to further the effective implementation of the Massachusetts Educator Evaluation model.

 

ARTICLE XXVI

 

 MUNICIPAL HEALTH INSURANCE

 

A.        Health Insurance offered under the Town plan is available to school employees who qualify. Participation is optional. The Town currently pays 70% of the base plan.

 

 

 

 

 

 

 

 

 

 

 

 

 

19


 

ARTICLE XXVII

 

AGENT'S FEE

 

A.        A stipend in the amount of 5% or $500 (whichever is smaller) will be given to a writer of a project funded by federal, state or private funds, not including those normally received by the Committee from such sources provided that:

 

1.         The project has been approved by the Superintendent of Schools.

 

2.         The project is pursued and written outside of the school hours/day.

 

3.         Such administrative fee is not prohibited by the funding agency.

 

ARTICLE XXVIII

 

DURATION

 

A.        This Contract shall remain in effect from July 1, 2015, through June 30, 2018.

 

B.         The expense of printing this Agreement will be shared equally by both parties.

 

C.         IN WITNESS WHEREOF the parties to this Contract have caused these presents to be executed by their agents hereunto duly authorized as of the date first above written.

 


 

 

 

 

 

 

 

 

 

 

 

 

 

 

20


 

APPENDIX A – SALARIES

 

Teachers and Nurses

 

FY16

July 1, 2015

1%

 

Step

B

B15

B30

M

M15

M30

M45

M60

D

Step 1

42,280

42,835

45,335

47,405

47,961

48,239

48,794

50,461

52,948

Step 2

44,757

45,313

47,812

50,057

50,612

50,890

51,445

53,112

55,639

Step 3

47,234

47,789

50,289

52,703

53,258

53,536

54,092

55,758

58,326

Step 4

49,713

50,269

52,768

55,351

55,907

56,184

56,740

58,406

61,037

Step 5

52,192

52,747

55,247

58,001

58,557

58,835

59,390

61,057

63,706

Step 6

54,668

55,224

57,724

60,651

61,206

61,484

62,039

63,706

66,393

Step 7

57,146

57,701

60,201

63,299

63,854

64,132

64,687

66,354

69,086

Step 8

59,623

60,179

62,679

65,949

66,504

66,782

67,338

69,004

71,775

Step 9

62,104

62,659

65,159

68,598

69,154

69,431

69,987

71,653

74,466

Step 10

65,904

66,459

68,959

72,564

73,120

73,398

73,953

75,620

78,473

Step 11

66,427

66,982

69,482

73,160

73,716

73,994

74,549

76,216

79,086

Step 12

70,463

71,018

73,518

77,483

78,039

78,316

78,872

80,538

83,479

 

FY17

July 1, 2016

2%

 

Step

B

B15

B30

M

M15

M30

M45

M60

D

Step 1

43,126

43,692

46,242

48,353

48,920

49,204

49,770

51,470

54,007

Step 2

45,652

46,219

48,768

51,058

51,624

51,908

52,474

54,174

56,752

Step 3

48,179

48,745

51,295

53,757

54,323

54,607

55,174

56,873

59,493

Step 4

50,707

51,274

53,823

56,458

57,025

57,308

57,875

59,574

62,258

Step 5

53,236

53,802

56,352

59,161

59,728

60,012

60,578

62,278

64,980

Step 6

55,761

56,328

58,878

61,864

62,430

62,714

63,280

64,980

67,721

Step 7

58,289

58,855

61,405

64,565

65,131

65,415

65,981

67,681

70,468

Step 8

60,815

61,383

63,933

67,268

67,834

68,118

68,685

70,384

73,211

Step 9

63,346

63,912

66,462

69,970

70,537

70,820

71,387

73,086

75,955

Step 10

67,222

67,788

70,338

74,015

74,582

74,866

75,432

77,132

80,042

Step 11

67,756

68,322

70,872

74,623

75,190

75,474

76,040

77,740

80,668

Step 12

71,872

72,438

74,988

79,033

79,600

79,882

80,449

82,149

85,149

 

 

 

 

 

 

 

 

 

 

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FY18

July 1, 2017

3%

 

Step

B

B15

B30

M

M15

M30

M45

M60

D

Step 1

44,420

45,003

47,629

49,804

50,388

50,680

51,263

53,014

55,627

Step 2

47,022

47,606

50,231

52,590

53,173

53,465

54,048

55,799

58,455

Step 3

49,624

50,207

52,834

55,370

55,953

56,245

56,829

58,579

61,278

Step 4

52,228

52,812

55,438

58,152

58,736

59,027

59,611

61,361

64,126

Step 5

54,833

55,416

58,043

60,936

61,520

61,812

62,395

64,146

66,929

Step 6

57,434

58,018

60,644

63,720

64,303

64,595

65,178

66,929

69,753

Step 7

60,038

60,621

63,247

66,502

67,085

67,377

67,960

69,711

72,582

Step 8

62,639

63,224

65,851

69,286

69,869

70,162

70,746

72,496

75,407

Step 9

65,246

65,829

68,456

72,069

72,653

72,945

73,529

75,279

78,234

Step 10

69,239

69,822

72,448

76,235

76,819

77,112

77,695

79,446

82,443

Step 11

69,789

70,372

72,998

76,862

77,446

77,738

78,321

80,072

83,088

Step 12

74,028

74,611

77,238

81,404

81,988

82,278

82,862

84,613

87,703

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

22


 

GRADUATE/IN-SERVICE CREDITS

 

A.        Effective July 1, 2015 all North Reading credits awarded prior to this date will follow the formula of one (1) North Reading credit to equal one (1) graduate credit and will be used for placement on the new salary schedule. Any credits earned after June 30, 2015, including those that have been pre-approved as North Reading credits, will be approved only for the award of Professional Development points (PDP's).

 

B.         Graduate course credits will follow the formula that one graduate credit equals one credit toward advancement on the salary schedule;

 

C.         In addition to graduate credits, in-service credits may be awarded for specific North Reading courses and programs at the discretion of the Superintendent or his designee according to the following formula: twelve hours equals one (1) in-service credit; twenty-four hours equals two (2) in-service credits; thirty-six hours equals three in-service (3) credits;

 

D.        No more than twenty-four (24) in-service credits in total, and no more than six (6) in-service credits per lane, can be used toward lane advancements on the salary schedule during an educator's tenure in the North Reading Public Schools;

 

E.         All courses eligible for credit award must be pre-approved by the Superintendent or his designee;

Any intention to advance a lane on the salary schedule must be provided in writing to the Superintendent by February 1st in the year prior to the school year in which the advancement would take effect;

 

F.         Evidence of credits for graduate courses taken and completed by September 1st must be submitted no later than October 1st in order to be eligible for such compensation. Upon satisfactory submission of all course paperwork and transcripts the educator will be advanced the appropriate lane movement retroactive to September 1st provided that the February 1st deadline noted above has been met.

 

TUITION REIMBURSEMENT

 

A.        To be implemented beginning on July 1, 2016;

 

B.         Educators can submit for reimbursement of up to $500 per course or C.E.U. bearing workshop prior to taking the course or C.E.U. bearing workshop;

 

C.         Educators must receive a grade of "B" or better in the course when a grade is applicable;

 

D.        The district will reserve $15,000 annually to be distributed three times during the year for the purpose of reimbursement for graduate credit and/or C.E.U.s ($6,000/$4,500/$4,500);

 

E.         Monies not encumbered in each of the summer/fall/spring periods will roll over into the next trimester. For example, $500 remaining in the fall will be eligible for the spring. Monies not encumbered in the spring will first be used to reimburse eligible employees and then for other professional development expenses at the discretion of the Superintendent or his designee. There is no roll over from year to year. All payments will be made at two times during the year, November and March.

 

F.         Prior to each summer/fall/spring, the district will hold a lottery for reimbursement. Entries will be weighted to that those who have not previously received reimbursement will have an increased opportunity to receive reimbursement;

 

 

 

 

 

 

23

 


 

G.        All eligible courses or C.E.U. bearing workshops must be approved through the My Learning Plan program (or equivalent).

 

H.        Priority for reimbursement (for coursework or testing) shall be given first to those teachers for whom the SEI endorsement is required.

 

DIFFERENTIAL, EXTRACURRICULAR, AND COACHING STIPENDS

 

Differential, Extracurricular, and Coaching positions are educational in nature and integral to the mission of the North Reading School System to educate North Reading students. A teacher who has unusual authority and responsibility over an activity may receive additional compensation while carrying out that responsibility. When a new Differential, Extracurricular or Coaching position is created, the Association and the Committee agree to negotiate an appropriate annual stipend.

 

A joint subcommittee will continue to work on reviewing and making recommendations on the extracurricular stipends in Appendix A. The subcommittee will report to the NREA and the School Committee by June 30, 2017.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

24

 


 

DIFFERENTIALS

 

Curriculum Specialists:

FY16 (1%)

July 1, 2015

FY17 (2%)

July 1, 2016

FY18 (3%)

July 1, 2017

Elementary English Language Arts

3,272

3,337

3,437

Elementary Mathematics

3,272

3,337

3,437

Elementary Science/Tech Engineering

3,272

3,337

3,437

Elementary Social Science

3,272

3,337

3,437

 

Middle School English Language Arts

3,272

3,337

3,437

Middle School Mathematics

3,272

3,337

3,437

Middle School Science/Tech Engineering

3,272

3,337

3,437

Middle School History & Social Science

3,272

3,337

3,437

High School English Language Arts

3,272

3,337

3,437

 

High School Mathematics

3,272

3,337

3,437

High School Science/Tech Engineering

3,272

3,337

3,437

High School History & Social Science

3,272

3,337

3,437

High School Business Education Program Leader

1,200

1,224

1,261

 

 

Curriculum Coordinators:

K-12 Foreign Language

3,272

3,337

3,437

K-12 Health/Wellness

3,272

3,337

3,437

K-12 Performing Arts

3,272

3,337

3,437

K-12 Visual Arts

3,272

3,337

3,437

 

Student Management Support:

Elementary Principal Designee

2,999

3,059

3,151

Elementary SPED Student Support Specialist

2,999

3,059

3,151

Middle School SPED Student Support Specialist

2,999

3,059

3,151

Middle School Team Leader

1,091

1,113

1,146

High School Director of Guidance

2,999

3,059

3,151

High School SPED Student Support Specialist

2,999

3,059

3,151

Lead Nurse

2,999

3,059

3,151

Middle School MTSS Leader

1,091

1,113

1,146

School Data Leader (5)

1,091

1,113

1,146

 

Induction Program:

Mentor Coordinator (Elem., Secondary and SPED)

1,910

1,948

2,006

Mentor

1,275

1,301

1,340

 

 

 

 

 

 

 

 

 

 

 

25


 

EXTRACURRICULAR ACTIVITIES

 

All extracurricular activities will be compensated in accordance with the following schedule. The fact that an activity appears on the schedule does not mean that it will be funded.

 

 

Elementary:

FY16 (1%)

July 1, 2015

FY17 (2%)

July 1, 2016

FY18 (3%)

July 1, 2017

All Town Chorus

1,044

1,065

1,097

Chorus Director

918

936

964

Destination Imagination

1,409

1,437

1,480

Elementary Band Director

1,167

1,190

1,226

 

Middle School:

Art Club Advisor

1,046

1,067

1,099

Band

1,046

1,067

1,099

Book Club Advisor

1,046

1,067

1,099

Chorus

1,046

1,067

1,099

Debating Club Advisor

1,468

1,497

1,542

Digital Publishing Club Advisor

1,046

1,067

1,099

Dramatics Director

1,046

1,067

1,099

Geography Club Advisor

1,045

1,066

1,098

Homework Club Advisor

1,409

1,437

1,480

Math Club Advisor

1,246

1,271

1,309

Memory Book

1,409

1,437

1,480

Mock Trial Advisor

1,675

1,709

1,760

Musical Director

1,046

1,067

1,099

Peer Leaders Advisor

1,468

1,497

1,542

Robot Club Advisor

1,046

1,067

1,099

Science Club Advisor (Eco-Club)

1,530

1,561

1,608

Set Design/Construction Advisor

1,046

1,067

1,099

String Ensemble Director

643

656

676

Student Council Advisor

2,522

2,572

2,649

Video Production Club Advisor

804

820

845

Washington DC Trip Advisor

1,046

1,067

1,099

World Affairs Club Advisor

1,046

1,067

1,099

Writing Club

1,046

1,067

1,099

Yearbook Advisor

1,409

1,437

1,480

High School:

A Cappella Group Advisor

1,468

1,497

1,542

Academic Decathlon Advisor

2,058

2,099

2,162

Adventure Club Advisor

804

820

845

Alliance Against Intolerance Advisor

1,469

1,498

1,543

American Red Cross Club

1,468

1,497

1,542

Art Club Advisor

804

820

845

 

26


 

 

FY16 (1%)

FY17 (2%)

FY18 (3%)

High School (continued):

July 1, 2015

July 1, 2016

July 1, 2017

Book Discussion Club Advisor

643

656

676

Chess Club Advisor

1,045

1,066

1,098

Choreographer

1,285

1,311

1,350

Costume Design Advisor

1,409

1,437

1,480

Debating Club Advisor

1,468

1,497

1,542

Dramatics Director

1,791

1,827

1,882

Environmental Club (Eco-Team) Advisor

1,468

1,497

1,542

Flag Squad Advisor

1,873

1,910

1,967

Football/Marching Band Advisor

3,220

3,284

3,383

Freshman Class Advisor

1,070

1,091

1,124

Future Business Leaders of America

804

820

845

Gay-Straight Alliance Advisor

1,072

1,093

1,126

Interact Club Advisor

1,469

1,498

1,543

International Club (formerly French Club)

643

656

676

International Travel Club Advisor

1,045

1,066

1,098

Junior Class Advisor

1,069

1,090

1,123

Lighting and Sound Advisor

1,409

1,437

1,480

Literary Magazine Advisor

1,312

1,338

1,378

Masquers' Club Advisor

1,390

1,418

1,461

Math League Advisor

1,473

1,502

1,547

Media Club Advisor

1,345

1,372

1,413

Mock Trial Advisor

1,675

1,709

1,760

Model United Nations Club Advisor

1,468

1,497

1,542

Musical Director

1,700

1,734

1,786

Musical Stage Director

2,099

2,141

2,205

National Honor Society Advisor

1,468

1,497

1,542

Newspaper Advisor (Deliberator)

1,468

1,497

1,542

Peer Assistance Leadership Advisor

1,072

1,093

1,126

Photography Club Advisor

1,045

1,066

1,098

S.A.D.D. Advisor

1,468

1,497

1,542

Samantha's Harvest

804

820

845

Senior Class Advisor

3,432

3,501

3,606

Set Construction Advisor

1,409

1,437

1,480

Set Design Advisor

1,211

1,235

1,272

Sophomore Class Advisor

1,070

1,091

1,124

Stage Band Director

2,099

2,141

2,205

Student Council Advisor

3,125

3,188

3,284

Student Leadership Academy and Mentoring (SLAM)

1,468

1,497

1,527

Ultimate Frisbee Club Advisor

1,045

1,066

1,098

World of Science Club Advisor

1,468

1,497

1,542

Yearbook Advisor

4,477

4,567

4,704

 

27

 


 

 

COACHING STIPENDS

 

Individuals serving as coaches will be compensated on the following basis. The fact that a coaching position appears on this schedule does not mean it will be filled.

 

CATEGORY    A         Varsity Football

 

CATEGORY    B          Varsity Baseball

Varsity Boys Basketball

Varsity Boys Lacrosse

Varsity Boys Soccer

Varsity Boys Spring Track

Varsity Field Hockey Varsity Girls Basketball

Varsity Girls Lacrosse

Varsity Girls Soccer

Varsity Girls Spring Track

Varsity Ice Hockey

Varsity Indoor Track

Varsity Softball

Varsity Swimming

Varsity Volleyball

Wrestling

 

CATEGORY    C          Boys Tennis

Cross Country

Equipment Manager

First Assistant Football

Second Assistant

Football Girls Tennis Golf

Trainer (Per Season: Fall, Winter, Spring)

 

CATEGORY    D        Assistant Baseball

Assistant Boys

Basketball

Assistant Boys Lacrosse

Assistant Boys Soccer

Assistant Boys Spring Track

Assistant Cross Country

Assistant Field Hockey

Assistant Freshman Football

Assistant Girls Basketball

Assistant Girls Lacrosse

Assistant Girls Soccer

Assistant Girls Spring Track

Assistant Girls Tennis

Assistant Ice Hockey

Assistant Indoor Track

Assistant Softball

Assistant Swimming

Assistant Volleyball

Assistant Wrestling

Freshman Baseball

 

28

 


 

 

Freshman Boys Basketball

Freshman Boys Soccer

Freshman Football

Freshman Girls Basketball

Freshman Girls Soccer

Freshman Softball

Freshman Volleyball

 

CATEGORY    E          Cheerleading (Per Season: Fall, Winter)

 

COACHING STIPENDS

 

FY16 (1%)

Coaches:

Step 1

Step 2

Step 3

Step 4

Step 5

Category A

8,445

8,666

8,881

9,093

9,387

Category B

5,408

5,634

5,863

6,087

6,398

Category C

4,253

4,555

4,860

5,118

5,483

Category D

3,240

3,594

3,798

3,979

4,266

Category E

2,988

3,224

3,459

3,659

3,941

Intramurals

1,001

 

 

 

 

Athletic Director

12,759

13,665

14,580

15,354

16,449

 

FY17 (2%)

Coaches:

Step 1

Step 2

Step 3

Step 4

Step 5

Category A

8,614

8,839

9,059

9,275

9,575

Category B

5,516

5,747

5,980

6,209

6,526

Category C

4,338

4,646

4,957

5,220

5,593

Category D

3,305

3,666

3,874

4,059

4,351

Category E

3,048

3,288

3,528

3,732

4,020

Intramurals

1,021

 

 

 

 

Athletic Director

13,014

13,938

14,871

15,660

16,779

 

FY18 (3%)

Coaches:

Step 1

Step 2

Step 3

Step 4

Step 5

Category A

8,872

9,104

9,331

9,553

9,862

Category B

5,681

5,919

6,159

6,395

6,722

Category C

4,468

4,785

5,106

5,377

5,761

Category D

3,404

3,776

3,990

4,181

4,482

Category E

3,139

3,387

3,634

3,844

4,141

Intramurals

1,052

 

 

 

 

Athletic Director

13,404

14,355

15,318

16,131

17,283

 

The Athletic Director will receive a stipend equivalent to a Category C stipend for each athletic season.

 

Longevity: Upon completion of 15 years coaching in North Reading, coaches will receive a $300 coaching longevity increment.

 

29


 

Coaching Stipend for Post Season Play: In the event that a team participates in post season league competition, the coaches of that team will receive an additional amount equal to 5% of their coaching stipend for each week of post season play up to a maximum additional amount of 15% of their stipend.

 

 

SALARY ADJUSTMENTS

 

July 1, 2015 increase the salary schedule by 1%

July 1, 2016 increase the salary schedule by 2%

July 1, 2017 increase the salary schedule by 3%

 

SUMMER, TUTORING AND OPTIONAL EMPLOYMENT

 

Teachers may apply to be employed for additional hours of work during the summer months, during the school year outside of the regular school day or other optional employment. Payment for this service will be at the following rate: 2015-16: $40/hour, 2016-17: $40/hour, 2017-18: $40/hour.

 

A staff member whose standard duties extend beyond 183 days may be required to work beyond the school year provided he or she receives notice of the requirement not later than March 1, unless the staff member has an unavoidable conflict. Any staff member who works beyond the limits of the collective bargaining agreement shall be compensated at the rate of 1/183rd of applicable base pay per day or appropriate portion thereof. Effective summer of 2013, teachers who apply and are hired to work as part of the summer school program for students on Individual Education Plans (IEP's) will be paid at the hourly rate and not the per diem rate.

 

PAYMENT OF WAGES

 

Each teacher or nurse in the system shall indicate the method of annual salary payment by choosing either Option 1 or Option 2:

 

Option 1

 

The annual salary for each teacher or nurse will be paid in twenty-six (26) equal installments on alternate Fridays.

 

Option 2

 

The annual salary for each teacher or nurse will be paid in twenty-one (21) equal installments with the first twenty (20) checks paid on alternate Fridays of the school year and the twenty-first (21st) check to be paid on the last teacher or nurse workday of the school year in June.

 

NOTICE OF SALARY

 

The School Department will provide annual individual written notice of salary and accrued sick leave (as of the first day of school)

 

 

 

 

 

 

 

 

 

 

 

 

 

30


.

APPENDIX B

 

EARLY RETIREMENT INCENTIVE

 

A.        Any teacher or nurse who is at least forty-five (45) years of age and who has fifteen (15) years of teaching experience in the North Reading School System, and was hired on or before March 14, 2006, shall be eligible to participate in the Early Retirement Incentive Plan. The Early Retirement Incentive will be paid in three equal installments over the next three fiscal years following the retirement, computed as follows:

 

Beginning July 1, 2014:

 

 

Age

 

Percent of Salary

 

 

 

 

 

 

 

45-56

 

       16%

 

 

57

 

14

 

 

58

 

12

 

 

59

 

10

 

 

 

            June 30 of the year of retirement shall be the date used to determine age.

 

B.         A teacher or nurse who is otherwise qualified must give written notice to the Superintendent of Schools of his/her intent to retire from the North Reading School system on or before February 1 of the school year of retirement. Said notification deadline may be waived by the Committee.

 

C.         No more than five (5) otherwise eligible teachers or nurses may exercise their rights under this article unless otherwise agreed by the Committee. In the event that more than five (5) teachers or nurses apply in any one year, participation in the plan will be granted on the basis of seniority. In any event, any teacher or nurse who is not granted participation because of excess enrollment will be guaranteed participation in the succeeding school year. Employees participating under the guarantee will be counted toward the maximum of five (5) entitled to benefits in the succeeding year. The Committee will solicit volunteers who are willing to postpone their benefits prior to imposing any involuntary delays. Employees whose payments have been postponed will have priority for receipt of benefits over subsequent retirees.

 

D.        If the teacher or nurse dies, the amount due under the Early Retirement Incentive will be paid to the estate of the teacher or nurse.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

31

 


 

Notes

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

32